What Factors Do You Think Make Some Organizations Ineffective at Managing Emotions?

1123 Words Apr 6th, 2013 5 Pages
Submit your posts to the Case Study Discussion for Module 3. Read the Case Incident 1, "Is It Okay to Cry at Work" on p. 124 of your textbook. Post a response to one of the questions listed at the end of the case study that has not been previously addressed by another group member. This initial posting is due by February 8, 2013 at 11:30 pm CST. Next, respond and build on a posting made by two of your group members. This follow- up postings are due by February 10, 2013at 11:30 pm CST. The rubric for grading this assignment can be viewed in the syllabus and your grade will appear in the 'Grades' section of Blackboard.
Questions
2.Do you think the strategic use and display of emotions serve to protect employees, or does covering your true
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By keeping strong connections with workforce, organizations can ensure that emotions and moods are up-beat and energetic. It is important to be in constant contact with employees and make sure they feel comfortable to communicate to their managers anything and everything on their mind. Some of the organizations have not practiced the suitable business culture. For example, they will yell and shout at the employees when things go wrong just like the second case mentioned. This shows that some of the organizations still do not concern to manage the emotions effectively.
This is due to factors such as: the inability to read emotions of employees and managers, An organization needs to make sure they keep strong connections with their workforce to ensure that emotions and moods are up-beat and energetic. Next, it’s important to remember that bottling up your true inner emotions and keeping them to yourself, will only make things worse. Organizations need to be in constant contact with employees and make sure they feel comfortable telling managers anything and everything on their mind. When I worked at IBM, they would call in each employee individually to the manager’s office every month for a “check-in” appointment. This is where managers would get very friendly with employees so that we would tell them what was going good, what was going bad, and our thoughts on the current tasks at hand. I learned that the staff would look forward to